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EMPLOYEE PERFORMANCE MANAGEMENT PROCESS

Continuing our focus on building our
internal community, we have successfully
launched an employee performance
process through Paycor. This process has
begun following staff’s anniversary month.
To-date, we have 44 reviews in process or
complete and are gaining momentum as
the process becomes familiar. A significant
part of this process is intended to be
focused on the employees professional and
career development. Both managers and
employees involved in the process so far
have received training on the performance
review process and career development
and the driving force remains, we want to inspire our team members to be the driving force in their
careers. We want our employees to be empowered to manage their careers and FGMA is committed
to helping our employees reach their goals through continuous feedback, coaching and training. Our
goal is to build a culture of growth where employees can reach their full potential and while there is
much more to do, this new performance management process is a large step in that direction.

TRAINING AND DEVELOPMENT

Embedded in our 2020 Strategic Plan includes the goal “provide industry-leading training and
leadership development programs to our people.” Great progress was made in FY22 in this area. Our
Senior Leadership Team, which included Managing Directors, Practice Area Leaders and Corporate
Leadership, went through a two-day training focused on functioning as a team, communication,
motivating factors and emotional intelligence. Several individuals were included in an external
Leadership Training program which focuses on learning about yourself and developing a personal
leadership philosophy. Our Chief People Officer, Elizabeth Wojtowicz, created a test group in the St.
Louis Region called the Staff Growth Initiative to begin to identify training needs. Using these results, a
firm-wide committee was established and will be assisting Elizabeth in developing group training and
individual development plans for the firm.

John Peters continued several “Counselor Salesperson” training sessions across the firm and these
courses will be continuing in FY23. This program is built around a 4-step consultative selling approach
that helps transition individuals from simply making transactions to solving real business problems.
This program is intended for all staff. Also, TAP Presentations continued through FY22 where our
committees plan and present programs important to the type of work we do and to help develop
common understanding of our standards and expectations in the firm. TAP will continue programs in
FY23 as well.

Upcoming in FY23, the Management Team will be prioritizing our training and development initiatives,
creating and delivering leadership training internally, rolling out our Staff Growth Initiative as
mentioned above, beginning a Project Management Round Table led by our past CEO, John Ochoa
and developing a program with an outside consultant to deliver Project Management Training. Stay
tuned for these upcoming initiatives in FY23!

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